Person Centred

Organizationally, the research would suggest organization 1 is very much a person centred organization in the manner it carries out its work and how it works with the staff within the organization. In fact, this phase is actually used by interviewee 1 at an early stage of the interview, when asked how they see the organization;

“it’s an organization which hopefully is as person-centred as we can possibly get. A bit jargonistic there, but I think the term actually, um, um, explains exactly ... It does what it says on the tin. Rather than saying to people, we know what you want, so this is what you’re gonna get, what we do is we see the person at the centre of those decisions.” (Interviewee 1)

This provided the research with an initial node of Person Centred, which for the purpose of the research was categorised as follows;

Table 6.1 Person Centred Theme Description

Nickname

Name Description

Person Centred Keeping the individual at the heart of what is done and how decisions are made.

The node name was given as Person Centred, with the focus of the approach being towards others rather than internal focus. In values terms Schwartz (1994) may interpret any such stated goal as a clear organizational value. Particularly, when acknowledging Schwartz’s definition of values, which he states as;

“Desirable trans-situational goal, varying in importance that serves as a guiding principle in the life of a person or social entity.” (Schwartz, 1994, p??)

This values theme appeared as one of the dominate themes which emerged through the first phase of interviews. In the following paragraphs within interviewee 1 the theme Person Centred continued to emerge through the discussions.

“So, we’re, we, as an organization, we’ll always seek to be as person-centred as we possibly can” (Interviewee 1)

However, as the discussion developed this Person Centred element became a key part of the service the organization provides. With the interviewee 1 refereeing to the service a disabled person may receive through the services the organization provides. “But the whole ethos of our organization is about the person, and it’s about putting the person – the disabled person – at the centre of the services we provide” (Interviewee 1)

The study has identified Person Centred concept as a potential organization value, through Schwartz,’s (1994) broad definition of values. This would be further

supported when acknowledging Rokeach (1971) 18 Instrumental values, one of which is stated as being helpful. The study would be suggest in providing bespoke service to disabled people this is an instrumental value which is important to this organization. However, it may be argued any service provided by an organization for any individual may be stated as being helpful towards others. In doing so that organization has such values at the heart of what it does. Nevertheless, what is emerging from the earlier phases of the study is not just the concept of providing a service, but the manner in which that service is delivered, both to the individual and with the staff who work in the organization.

The emergent theme of Person Centred continued during this phase of the research within interviewee 2. However, unlike the first interviewee the actual phrase Person Centred is not quoted, but it would appear the link to the node description of keeping the individual at the heart of what is done and how decisions are made, can be seen in the narratives.

“provides support services to individuals within a local borough who have a disability. The organisation also provided support services for practitioners and professionals who worked with these particular individuals who may have a series of disabilities.” (Interviewee 2)

References are clearly made to individuals particularly in the services delivered. Support is another concept which fits in with the study’s description of person centred. Furthermore, what can be seen in latter parts of the discussion is that it is not just how they are delivered, but ensuring positive engagement with the service users with interviewee 2 clearly stating they listen carefully to the service users.

“the organisation had a very clear understanding of the needs of the individuals it served because it listened carefully to those service users. But the organisation was also strong with regards to how it represented individuals within those communities.” (Interviewee 2)

However, as the interview developed the concept of Person Centred was not restricted to the service users. Acknowledgement of the Person Centred approach with staff began to emerge.

“work/life balance has been extremely good since working for the organisation, I have found found the benefits and perks extremely positive, in fact I’ve got a great

work/life balance.” (Interviewee 2)

Interpretation of such a statement may suggest an organization which does keep its staff at the forefront of its decision making. Lyon et al. (2006) may interpret Person Centred values as ‘work values’ which they indicate are general beliefs about the desirability of certain attributes of work. The data would suggest the organization takes the person centre approach to promote positive behaviours and goals, in order to pertain good working relationships between staff and managers. Work life balance continued to emerge from the discussion, but also that the organization did support it staff.

“the organisation is innovative, we are professional most of the time, and it was managed and supportive of the staff.” (Interviewee, 2)

The study would state in this instance the Person Centred values have had a positive impact on how these individuals interpret the relationships between the management and staff within the organization. One of the earliest values papers Allport and Vernon (1931) discussed the social value which was focused very much on others rather than self. In this instance, it is quite clear a Person Centred values in the context of others is very much within the realms of a social value as discussed by Allport and Vernon (1931).

This concept of Person Centred would appear to be quite critical for this organization in various ways. Firstly, the concept is engaging staff, supporting and involving everyone in the decision making. At this early stage of the research this development point needs to be highlighted and reviewed at each stage of the research process going forward. Secondly, in delivering a service to its customers who they see as being at the centre of what they do and what they are about. The study would state this is a very immediate idea and concept which has emerged from these initial interviews.

However, in moving forward this would not be a static theme, it would develop as the research develops. Therefore, the study needs to ensure this is systematically reviewed at each stage and the research process.